Dispelling myths about the gender pay gap:
notes that she is “compensated at a higher rate than the majority of professors in the [University of Oregon’s ] College of Arts and Sciences” and that she “is the sixteenth highest paid faculty member in her department of ninety professors.”
Apart from the differences in job responsibilities, the university found that Professor Freyd’s colleagues had received retention raises, meaning that they had received attractive enough offers from other schools that the University of Oregon had to raise their pay to retain them. Professor Freyd had never sought a retention raise. Interestingly, her prior employer, Cornell University, did offer her a retention raise but she turned that money down to go to Oregon.
Of course, even a two penny per dollar gender pay gap is two pennies too much. However, it is far from clear that even this small gap can be attributed to gender discrimination. As the Freyd lawsuit illustrates, many factors go into a person's salary that won’t be picked up even by surveys that ask about a person's profession, hours worked, etc.
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